Kestra Financial reviews

Toxicity is driven from the top. Leadership prioritizes optics and narrative control over accountability, transparency, and employee well-being. Employees were explicitly pressured to post positive Glassdoor reviews to counteract ongoing negative feedback. Instead of addressing why these reviews exist, leadership focused on trying to bury them. Compensation is not competitive. You must negotiate aggressively at hire because annual raises are minimal to nonexistent. Bonus pools are routinely underfunded (often around half-funded), despite leadership repeatedly emphasizing revenue growth in town halls. The disconnect is glaring. New hires are frequently paid more than existing employees with greater experience. Loyalty is not rewarded, which has fueled attrition. HR is a major contributor to the toxic culture.In 2025, HR had more turnover than any other department. Policies are rolled out without understanding downstream impact, and when problems arise, blame is pushed onto other teams. There is an excessive focus on monitoring employee activity and internal “click” metrics, creating a culture of surveillance rather than support. Employees feel watched, not trusted. Many long-tenured employees resigned in 2025 as the culture continued to deteriorate. Leadership frames this as “growth,” but much of the hiring is simply backfilling roles left by burned-out employees.

C level hold their positions mostly due to tenure rather than skill or talent, getting fat on deceit and the backs of their teams. Lots of turnover with no regard for taking employee feedback seriously. Themes of immaturity, insecurity, great inequity and lack of diversity at the top. Inflexible work environment full of micro management and privilege for the few in upper leadership. Unlimited vacation for C level with many of them gone all summer while other employees are made to feel guilty for being out sick or needing time for their family. Private equity owned with a primary goal of false growth through acquisition of advisors/ books. Very little ability to follow through with the promises made to joining advisors. Incohesive teams who do not communicate, are very siloed and only looking to survive over working together to have the company and its advisors thrive. Very little goes into growing current advisory knowledge and business understanding for current advisors. Focus is mostly on recruiting and making upper management richer. They do not take care of their people. Would not recommend.